Salesperson Onboarding Template was designed to help your team welcome a new sales employee aboard. Make sure the new member team is totally integrated with your company’s beliefs and organize everything you need to do so within their first six weeks.
See how this template is structured. As this is just an example, you can customize it.
1. Employee details
4. Hire date
5. Job title
6. Additional information
1. Desired outcomes
- Familiarity with company purpose
- Understanding of company beliefs
- Introduction into company culture
- Explanation of customer base
- Familiarization with products
- Understanding of the competition
- Training to use all required tools
- Orientation into your sales process
- Customer retention training
2. Attach Employee Handbook.
3. If you do not have one yet, follow these steps.
- Explain your mission statement
- Explain company goals
- Explain company culture
- Explain who your customers are
- Explain what they buy and why
- Know the competition
- Hold orientation with the required tools
- Teach about finding and selling to prospects
- Provide 10-15 frequent questions
- Include 10-12 frequent objections
- Provide responses for each question and objection
- Retain your customers over time
1. Send the employee a welcome email template.
2. Full job description
3. Performance goals
- Ensure they test out the product.
- Ensure they read support conversations.
5. Extra training date
6. Assign a staff member as a mentor.
1. Tour of the facilities
- It is useful and exciting for new hires to be presented to the different departments, the break room, where to get food and drink, etc.
2. End-of-day meeting
- An end-of-first-day meeting is a great time to catch any issues or concerns from the first day at work.
3. First day issues
Following six weeks
1. Meet with them regularly during the first week
- Most easily-dealt-with problems, like issues with software, will arise over the course of the first week and can be resolved quickly. Hence, you need to keep meeting with the new hires regularly during this time.
- Take on the role of a prospect and make the sales hire practice on you. Make them deliver presentations and demos, write cold emails, have live phone calls with you, etc.
3. Schedule weekly 1-on-1 meetings
- Second week meeting done
- Third week meeting done
- Fourth week meeting done
- Fifth week meeting done
- Sixth week meeting done
4. Does the employee need more orientation?
- Decide whether the employee needs more orientation or is good to go by looking at the following aspects and comparing them to your expectations. Project completion Testing Practice certifications On-job evaluation